It is becoming increasingly common for traditional office-based employees to work from home or all their working time. Data from the Office for National Statistics show that 4.2 million people in the UK spend at least half their work time at home by 2014.
Some businesses maintain that they can only grow if they have all their employees under the same roof at the same time. On the other hand, others show reduced costs, reduced office space, increased productivity that comes with a happier workforce, and the ability to adapt to other potentially disruptive factors.
It’s about finding a balance between what’s appropriate for an employer and what’s good for the employee. Assuming, as a boss, you should approve employees or employees who work from home, what should you consider before working at home? Here are ten factors to consider:
Is the job appropriate?
Not all work can be done remotely. You need to consider whether the role can be done away from the office by someone who works alone. You also need to be satisfied that the employee will be happy to spend a long time, and disciplined enough not to waste time watching television or being too distracted by housekeeping.
How do you manage employees who work from home?
You need to determine the expected level of contact between the manager, team members and employees. Discussions may be needed about work time, and whether employees will be required to be in the office on certain days, or for team meetings, and whether office time will vary according perumahan baru di semarang to business needs.
If the arrangement works, it is important that there is a trust between home workers and their managers.
Do employees have a suitable place to work?
A popular description of someone who works from home is that they spend their time sitting on the couch wearing pajamas with laptop computers that are balanced in their laps precariously on their laps as they drink another cup of coffee. This is far from ideal and may soon cause health problems arising from bad posture.
So, it is important for the employee to work in the appropriate place and include having the appropriate chair and the table with the correct height. Not only that, it should not be used simultaneously for conflicting purposes.
Here is a real example of a few years ago from the company where I work. The company employs a number of document consultants working from home. Someone is married to a pub owner whose innkeepers provide hot and cold food prepared in the owner’s flat kitchen above the pub. From there my colleagues worked while the inn staff prepared food around it using the same table. There is also an inevitable power cord for the laptop computer that runs along the busy kitchen floor. Needless to say, this work arrangement was immediately stopped when it was discovered. It brings us neatly to …
Health and safety
By law, all employers are responsible for the welfare, health and safety of employees in the workplace “as far as possible,” and should conduct risk assessments. This includes home workers. Employers should take risks to assess the proposed home work arrangements before they start, and conduct regular reassessments, which may include stress, isolation, equipment at work, first aid, and accidents.
What equipment will be used by home workers and who will pay for it? Will he provide their own devices like computers, laptops, or tablet computers, phones, and internet connections? If you provide equipment, can employees (and their family members) use it for other purposes?